Search Process
Phase One
Introductory Consultations
- Meetings with staff, Board members, and key stakeholders to identify and articulate expectations
- Familiarization with the organization’s values, strategic objectives, peers and general market, as well as the requirements of the position
- Sharing of perspective and refinement of client objectives and search goals
Job Description and Search Plan
- Refinement, submission, and approval of the job description, which forms the basis for initial dialogue with candidates and contacts
- Posting of the job description in specially targeted outlets
Research and Strategy
- Development of a search strategy to identify optimal candidates and high-level targets
- Development of key search criteria and a screening matrix
- Analysis of market conditions and review of the competitions’ organizational and executive talent strategies
- Identification of industries and companies where top candidates are likely to be found; review of marketplace contacts, prior projects, and our proprietary database
Identification of Prospective Candidates
- Outreach to identified prospects to gauge qualifications and interest
- Review of prospect backgrounds, experience, and skills as well as his or her potential “fit” with the client
- Credential review and interviews of prospects identified by the client
Phase Two
Candidate Interviews
- Face-to face meetings with candidates to gain an in-depth assessment of their qualifications and motivation
Progress Meetings
- Progress meetings with the client to share our findings, including general market conditions and key strengths of top candidates
Client-Candidate Meetings
- Arrangement of meetings between the client and the lead candidates; including client and candidate briefings to ensure each is aware of relevant details and requirements
Candidate Evaluations
- Client and candidate updates on their respective reactions and expectations
- Client support in assessing candidates against the search specifications
Reference Checking
- Conversations with individuals who are knowledgeable of the selected candidate’s leadership abilities, technical competencies, skills, integrity, and quality of prior work
Phase Three
Negotiation of Offer
- Using our knowledge of the market and status as an intermediary, guidance of the client to a candidate’s final acceptance of an offer
- Assistance in contract and compensation negotiations
Client Feedback and Follow-up
- At the completion of a search, client review of our firm’s performance
- Liaise between the client and candidate to support transition
- Maintenance of relationships with the client and the candidate through periodic contact